We're Not Interested in Whether You Call Yourself a Feminist or Not

Tweet This

Unconscious bias is bi-directional, but power is not. This is especially true in the workplace, where research shows companies haven’t made progress in workplace diversity because most programs don’t factor in historical power differences in society. So said award-winning social advocate Yassmin Abdel-Magied, who keynoted at the recent SAP Ariba Live event. She joined Julie Gerdeman, vice president of the Digital Transformation Organization at SAP Ariba, for a refreshingly forthright conversation about workplace bias during the luncheon that followed as part of the Diversity and Leadership Forum.

“Some people do have more power than others,” said Yassmin Abdel-Magied. “If we’re about equality, it means someone is going to leave the table, or you have to bring more chairs to the table. The reality is change is always uncomfortable. In my opinion, the outcome is going to be greater for all.”

Yassmin Abdel-Magied admitted that making these changes is uncomfortable, but that’s the nature of the beast. It’s up to us to change it.

“If you usually socialize with certain people, step outside your comfort zone,” she said. “Ask yourself if there’s anyone on your team you haven’t connected with for a variety of reasons. Look at habits we have that we don’t even question –how we socialize at lunch, during work, with hobbies. Think about how we can do something different.”

Listen and ask questions first

During the audience Q&A, a self-described Caucasian male said he liked to believe he was gender oblivious, and asked for Abdel-Magied’s thoughts on non-affiliated people joining ethnic groups.

“When people say they’re color or gender-blind, I usually say that’s great, but as an able-bodied person, I don’t see the world in terms of where there are wheelchair ramps because I don’t have to. When you enter places where people are different, the most important thing is for you to listen. Don’t say but this or but that, because you’re challenging someone’s lived experiences,” said Abdel-Magied.

She urged people to enter non-affiliated spaces committed to listening with an open heart. “Learn to separate yourself, so you can objectively say that’s your experience, how can I actually help,” she said. “We’re not interested in whether you call yourself a feminist or not. We’ll look at your actions, not what you say.”

Rethink business norms

As for how companies can promote diversity, she shared one CEO’s rule that no more than two candidates for a job can be of a certain gender or race. “You’re forcing hiring managers to look outside the norms,” she said. “When you’re having a promotions discussion, if someone points out she doesn’t talk much in meetings, question why that matters and the definition of who looks like a leader.”

Gerdeman closed the discussion optimistically, asking the audience to act. “We all have biases. It’s part of the human condition. If we don’t acknowledge those biases, we can’t do anything about them,” she said. “The desired outcome is not perfection. It’s progress. If we all commit to implementing at least one action to address diversity, we can make progress.”